When the salary system is not transparent enough, each functional department always feels that they are the busiest and take the least
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I wonder why we should keep the company’s salary system confidential? The reasons are summarized as follows: ▌ 1
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The design of career development system is generally linked to the post salary, which affects the basic income of employees; At the same time, according to the general salary design practice, the career development system also has a profound impact on employees’ performance salary, especially for personnel in functional departments
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Many people are angry about salary confidentiality, most of them don’t say a word, and some of them communicate privately
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It mainly causes a sense of unfairness in the following aspects: (1) between functions and production departments
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Insufficient incentive salary, on the one hand, is the recognition of employees’ contribution and the result of employees’ participation in distribution according to labor factors
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In fact, it can only work for a while, but it has buried greater hidden dangers for the long-term development of the company three — As a common practice in the world, the confidentiality of salary data has many benefits to enterprise management, and its “Jianghu status” is difficult to shake
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However, people not only pay attention to how much they get, but also want to know how their salary comes from, last year and why this year; What makes enterprise managers worried is that these curious babies also care about other people’s salary
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While realizing their design dreams, they also want to get paid
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Career development system and performance appraisal system are the basis of salary system design, which deeply affects the rationality and fairness of salary design
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Since the salary confidentiality system is implemented, it is simply to keep everything related to salary confidential
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At the same time, a considerable number of design institutes also keep the salary system (overall structure, calculation standard, promotion standard, relationship with performance appraisal, etc.) confidential, limiting the salary system to the middle-level or above of the department or the leading group, and even only the first and second leaders of the company know it
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One is that there is a misunderstanding about the pure understanding of the salary confidentiality system
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Should salary be transparent? If you want salary transparency, what, to what extent and how to be transparent? Before you get the answer, you might as well take a look at the current situation of salary transparent management in the design institute one — Current situation of salary transparent management at present, the design institute adopts the salary “back-to-back” system, that is, the salary confidentiality system
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Since the salary data confidentiality system is a global system, the “back-to-back” salary practice of the design institute can not be regarded as a particularly incomprehensible practice
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Only the director of human resources, the director of the Department responsible for organizational performance and the general manager know the salary system two — The reason why the salary is not transparent is that the confidentiality of specific salary data is a common rule in the world, and there are few companies with completely transparent salary practice all over the world
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The sense of unfairness among departments will cause explicit or implicit harm to departmental cooperation, especially the incalculable implicit harm is the crux of many efficiency problems（ 3） Between individuals
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Why do they take so much more than us; The staff of functional departments stamped their feet and shouted
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Therefore, the opacity of salary data is understandable to a certain extent
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They do not know each other’s salary data
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The vast majority of employees in the workplace are concerned about salary, and the employees of the design institute can not avoid customs
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In the functional departments where the work is not easy to measure, this sense of unfairness will be stronger
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In the eyes of production department personnel, people in functional departments just drink tea and read newspapers
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The production department (specialty) thinks that their department (specialty) contributes more to the company’s benefits than their income
Because the opacity of the salary system will lead to many problems in the fairness and incentive of salary, so that the enterprise management role of salary can not be brought into full play
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Of course, the cause of the sense of unfairness may be largely due to the unreasonable design of the salary system itself, which leads to the reluctance to publish the salary system and aggravates the possibility of causing the sense of unfairness
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▌ 2
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I won’t discuss it here
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One is that it is beneficial to keep the salary system confidential, which helps employees concentrate on production, rather than always thinking about salary, which is conducive to fairness, etc
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Except that ordinary employees can tell how much they can get in a month, other things are either frankly unknown, or they hear or seem to be..
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In the investigation and interview with many design institutes, the salary problem was interviewed
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The sense of unfairness in the production department is relatively weak because it can measure the performance through more quantitative means
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But for enterprises, more importantly, salary is the most important incentive measure for company management.
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They want to know how much others take in the company, why they take so little in this department and so much in that department, etc
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Some studies have pointed out that human beings, as social animals, are naturally sensitive to fairness
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This is the issue of salary transparency
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Can they hide it? Everyone inevitably raises the idea of why he or she does less than me and why he or she gets more than me, because no one knows how their salary comes from
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does it really have such benefits? Or is it more likely that the effect is just the opposite? ▌2
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With so much money, they are very busy every day, but they are always not recognized for their contribution
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There is no doubt that the design of the performance appraisal system, its biggest application is performance compensation
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However, the salary system is not transparent
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Trigger a sense of unfairness
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The perfection and rationality of the salary system itself determines the fairness, rationality and incentive of employees’ salary
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However, when asked whether they understand how the remuneration of personnel in production or functional departments is obtained, they are mostly at a loss
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There are many discussions on the reasons in this regard, which are generally for the convenience of company management and ensuring fairness, so they are not repeated here
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At the system level, the design of career development system, performance appraisal system and salary system is imperfect or unreasonable, resulting in no intention to publish the salary system
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In extreme cases, there are even hundreds of people in the whole company
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Therefore, in view of the imperfection or irrationality of the career development system, performance appraisal system and salary system, a large number of design institutes chose not to publish and decided to “hide”
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Publishing will only expose problems and cause greater problems
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Although some design institutes have made it clear that the “back-to-back” salary system will be implemented, some employees will be involved in private chat
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Even if many reasons can be found from the perspective of enterprise management to demonstrate that the advantages outweigh the disadvantages, the majority of employees will never agree (at least “belly scandal”), and it is difficult for leaders with foresight to agree
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In the research of some design institutes, we often talk about this phenomenon
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Even the middle-level of some departments (including the head of the production Institute) don’t know how their salary comes from; In the communication with the leading group, the leaders’ understanding of the company’s salary system is also colorful
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In the survey and interview, we learned that most leaders are satisfied with such practices, while the employees’ attitude is more ambiguous
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The performance appraisal system has a direct impact on the performance compensation of employees, especially for the personnel of the production department based on performance compensation
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Employees’ feelings and understanding of unfairness deeply frustrate their enthusiasm and deeply affect the improvement of production efficiency
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Under information asymmetry, it will only produce distrust and emotional confrontation（ 2） Between functional departments and production departments (Specialties)
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There are mainly two ideological levels
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▌ 1
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